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Human Resources The directions are attached. However you must read the PDF file first in order to answer the questions. C H A P T E R 1 Human Resou

Human Resources The directions are attached. However you must read the PDF file first in order to answer the questions. C H A P T E R 1 Human Resou

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Human Resources The directions are attached. However you must read the PDF file first in order to answer the questions. C H A P T E R 1 Human Resource Management in Or g anizations 33

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C A S E

HR, Culture, and Business Results Success at Google, Scripps, and UPS

Firms in a variety of industries have been rec-
ognized as being among the Most Admired
Companies by Fortune magazine. Others have
been highlighted as being the Best Companies to
Work For by Fortune or as Optimas Award win-
ners by Workforce Management. These recogni-
tions contain some common elements because of
how HR management has contributed to organi-
zational success and is being positively viewed by
employees. Three examples are highlighted here.

One recognized firm is Google, which is well
known by many individuals because of its Internet
components. Google has an HR image as a cre-
ative contributor to business objectives through its
work environment guided by HR. According to the
head of HR at Google, Lazio Bock, the overriding
key of HR at Google is its emphasis on organiza-
tional culture and business objectives. The focus of
Google HR is on giving its employees flexibility to
produce results, not just following core job require-
ments. Consequently, HR at Google has established
innovative efforts for its people and has made the
administrative part of HR efficient. Minimizing
numerous HR administrative forms, data, and
reports by using technology has occurred, which
would be expected in a prominent technology firm.

At Google, HR communicates to its employees
extensively about business objectives, organiza-
tional results, and relevant current information.
Because many of the Google employees are stock
shareholders also, they have a personal interest
in Google being a successful business. Thus they
continuously want to know the operational results
by seeing current reports, data, and information.
Overall, Google’s HR approach is unique in com-
parison to the approaches at other companies
recognized by Fortune, but its success illustrates
that how HR is established and operates can be a
key to organizational success.

A different firm with a variety of organizations
and a strong HR culture is Scripps Network, a
prominent television and communications cor-
poration. At Scripps, HR plays a core role in
establishing strategic goals and efforts. Even when
Scripps has merged separate media firms, HR has
focused on getting the cultures of the two entities
to integrate effectively.

Several HR functions are used to support
the culture and core values at Scripps. One is

an active pay-for-performance system to reward
employees at higher job levels with base pay
increases, annual incentives, and long-term incen-
tives. Another key part of HR efforts at Scripps
is that HR emphasizes leadership development
throughout the firm. Additionally, the firm has
widely used work variability efforts such as work-
life balance, telecommuting, and worker flexible
schedules. These are done as part of a core value
at Scripps of “compassion/support.”

A different firm with an extended history of
effectively integrating corporate culture and HR is
UPS, the transportation and logistics delivery firm
that operates worldwide. Its culture is different
from the cultures of Google and Scripps; however,
for more than a decade, UPS has been recognized
for its corporate integrity, culture, and HR inclu-
sion with employees.

UPS has emphasized linking HR with business
objectives and uses communication and intranet
programs to ensure that employees are kept
constantly informed on business objectives and
workforce challenges. One well-recognized com-
ponent at UPS is the established codes of conduct
that are consistently reviewed with all employees.
These reviews include specific examples of ethical
situations that employees may face and how to
respond to them. Annually, managers complete a
“conduct code” report that asks specific questions
about ethical problems that have arisen during
the year.

These three firms are in different industries,
have different cultures, and use a variety of HR
efforts. However, each of them has been recog-
nized for implementing HR as core to their organi-
zational cultures and successful business results.51

Q U E S T I O N S

1. How does the integration of HR with the
organizational culture contribute to the
success of Google, Scripps, and UPS? To find
ideas, go to the corporate website for each
of these companies and search for additional
insights.

2. Discuss how some of the cultural facets
mentioned compare to those among employers
you have worked for, and explain the difference
in the views of these various employers.

CASE
HR, Culture, and Business Results Success at Google, Scripps, and UPS
QUESTIONS

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